Recruitment
Find the people to move your team forward.
Recruitment support for software, AI and product teams. Define the role, find relevant candidates and coordinate a clear interview process, with your hiring team making the final decision.
Agree the scope, access, timeline and price before committing.
The starting point
Your team needs a new hire, but defining the role, finding candidates or coordinating interviews is slowing progress.
Founders, hiring managers and growing teams who need help turning a capability gap into a clear role and a focused hiring process.
A clear role brief, a candidate shortlist with supporting evidence and a coordinated interview process.
When another starting point may fit better
If you need a bounded delivery outcome rather than a new hire, consider embedded engineering. If the gap is a skill your existing team can develop, consider workshops and upskilling.
Choose where your hiring process needs support.
Choose a starting point and inspect a sample of the decisions, review evidence and handover it involves.
Define the role
Translate the work you need done into a role brief, clear responsibilities and essential skills. Agree the working arrangement, compensation range and interview criteria before starting a search.
A software engineer role brief
A growing product team needs an engineer, but the responsibilities and interview criteria are still unclear.
- Role outcome
- Own one product area, from implementation and review through release and support.
- Essential experience
- Demonstrable experience with the agreed stack and the work the role will own; separate essentials from skills that can be learned.
- Working arrangement
- Confirm location, availability, approved compensation range and permanent or contract scope.
- Hiring owner
- Name the manager and interviewers, with an agreed assessment and feedback schedule.
Check that the responsibilities, requirements and interview criteria describe the same job and have the hiring manager’s approval.
An agreed role brief that gives candidates and interviewers a consistent starting point.
Selected example: Define the role.
Tangible outputs
A role brief, a focused search and evidence to review.
- An agreed role brief with responsibilities, essential skills and working arrangements
- A search plan and progress updates against the agreed role criteria
- A candidate shortlist with evidence, availability and open questions
- An interview plan, feedback summary and hiring handover
How to judge the result
Review each shortlist against the agreed role criteria. Check the evidence, candidate interest and open questions, then collect interview feedback before your hiring team makes a decision.
Scope and responsibilities to agree
Roles, search locations, candidate information handling, fees, payment triggers and any replacement terms are agreed in the proposal before work starts. Search duration and a successful hire are not guaranteed. Employment terms and the final hiring decision remain with your company.
Agree the role before opening the search.
- 01
Agree what the role needs to achieve
Review the capability gap, hiring budget, location, working arrangement and decision makers. Set the search scope and role criteria together.
- 02
Search and review together
Find candidates through agreed channels, confirm their interest and review role-relevant experience. Calibrate the search using your feedback.
- 03
Support a clear hiring decision
Coordinate interviews and feedback, keep candidates updated and support the agreed offer and onboarding handover. Your team owns selection and employment decisions.
For the first conversation
Bring a starting point, not a finished brief.
- Describe the work the new hire should own and the essential skills.
- Share the approved budget, location and permanent or contract arrangement.
- Name the hiring manager, interviewers and decision timeline.
Use general or approved examples. We’ll agree any deeper access before reviewing private systems.
Free editable notes for your team. No email needed.
Before you commit
Your questions, answered.
Which roles can you help us recruit for?
We focus on software engineering, AI and automation, and product design roles. Share the responsibilities, seniority, location and working arrangement so we can confirm whether the search fits.
Can you support permanent and contract hiring?
We can discuss either arrangement. The proposal confirms the role type, search scope and responsibilities. Recruiting someone into your team is separate from commissioning Hydamedia for an embedded engineering engagement.
How are recruitment fees agreed?
Role seniority, search scope and the support you need shape the proposal. Fees, payment triggers, third-party costs and any replacement terms are stated before the search starts. There is no charge to send an initial enquiry.
Who interviews candidates and makes the final decision?
Your hiring team defines the assessment criteria, reviews the shortlist and makes the final selection and offer decisions. We can help structure interviews, coordinate availability and organise feedback against the role requirements.
What should we share in the first enquiry?
Start with the role, essential skills, location, working arrangement, budget range and hiring timeline. General information is enough. Candidate CVs and other personal information are shared only through an agreed process.
Make progress before a bigger commitment
Take one useful step with your team.
Describe the work the new hire should own and the essential skills. This gives you something concrete to discuss, whether you work independently or bring us in.
Use the free planning guide ↗Your next decision
Who does your team need next?
Tell us about the role, the work it should move forward and where you need help in the hiring process. Keep candidate CVs and private personal information out of the first enquiry.
The enquiry is free. Paid work starts after an agreed scope and proposal.